100 Must-Use Prompts + Top 5 Mega Prompts for Professional Trainers คัดมาให้แล้วสำหรับ สำหรับอาชีพวิทยากร หรือคนที่ทำงานเกี่ยวข้องกับการฝึกอบรม
100 Must-Use Prompts + Top 5 Mega Prompts สามารถใช้กับ ChatGPT หรือ จะเป็น Generative AI ตัวอื่นๆ ก็ได้ โดย Prompts เหล่านี้จะมาช่วยคนทำงานในสายวิทยากร หรือ สายฝึกอบรม ทำงานง่ายขึ้น มีประสิทธิภาพมากขึ้น และ ประหยัดเวลาไปได้หลายเท่าตัว ซึ่ง 100 Must-Use Prompts เหล่านี้ สามารถใช้กับ ChatGPT free version ก็ได้ ไม่จำเป็นต้องเสียเงินสมัคร Pro version และ หวังว่า จะเป็นจุดเริ่มต้นให้กับ 100 Must-Use Prompts + Top 5 Mega Prompts for Professional Trainers ทุกคน ได้กล้าลองเปิดใจลองใช้ ChatGPT กันนะครับ
I. Training Content Development
- “Develop an interactive workshop outline on [topic] with activities that encourage learner participation.”
- “Create a training curriculum for [skill] focusing on both beginner and advanced learners.”
- “Draft a training plan for new hires that incorporates hands-on activities and theoretical content for [topic].”
- “Design a 60-minute training module with quizzes and discussions on [specific task].”
- “Create training materials that balance multimedia presentations and written guides on [topic].”
- “Develop a workshop on best practices for [topic], including real-world examples.”
- “Prepare a training guide that includes step-by-step instructions for completing [process/task].”
- “Create a training plan on [topic] with a focus on compliance and regulatory requirements.”
- “Design a blended learning program that combines online content with in-person sessions.”
- “Prepare a list of essential resources for trainees to reference after completing the course on [topic].”
- “Create a case study-based module for [specific skill], allowing learners to apply knowledge in practical scenarios.”
- “Develop training handouts that summarize key points from the session on [topic].”
- “Prepare a module that incorporates industry standards and company-specific processes in [task].”
- “Create a self-paced learning guide on [topic] with checkpoints for progress evaluation.”
- “Design an onboarding program for new employees that covers both company culture and job-specific skills.”
- “Draft a session plan for a refresher course on [topic], emphasizing updated methodologies.”
- “Prepare a step-by-step tutorial on using [software/tool], ensuring beginners can follow along easily.”
- “Create a training script for [topic] that outlines talking points and demonstration steps.”
- “Design a visual presentation for explaining complex concepts in [topic].”
- “Create a training session with role-playing exercises to reinforce learning on [specific skill].”
II. Engagement and Interactive Learning
- “Start the training with a thought-provoking question: ‘How would you handle [specific scenario]?'”
- “Ask participants to share examples of challenges they’ve faced related to [topic] and discuss solutions.”
- “Organize a group activity where teams must work together to solve a case study on [topic].”
- “Set up breakout sessions for smaller groups to discuss their understanding of [topic] and report back.”
- “Create a real-time quiz on [topic] to assess immediate understanding during the session.”
- “Incorporate gamification by awarding points for correct answers or participation during the training.”
- “Have participants brainstorm innovative approaches to [problem], and present their ideas to the group.”
- “Use a live poll to gauge participants’ confidence levels in applying [skill] before and after training.”
- “Encourage a roundtable discussion on how [industry trend] will impact the participants’ roles.”
- “Assign participants to lead a mini-session on a subtopic of the training, fostering peer learning.”
- “Create a debate around two opposing strategies for solving [problem], encouraging critical thinking.”
- “Set up a role-playing exercise where participants act out customer service scenarios based on [topic].”
- “Ask participants to work in pairs to teach each other a specific skill from the training.”
- “Use a whiteboard or virtual board to map out participants’ ideas on improving [process].”
- “Have participants write down their biggest takeaway from the training and share it with the group.”
- “Host a Q&A session at the end of each module to address lingering questions and clarify doubts.”
- “Create a collaborative task where participants must solve a real-world problem using the skills learned.”
- “Incorporate a hands-on exercise where participants must demonstrate their understanding of [topic].”
- “Ask participants to provide feedback on each other’s performance during the hands-on activities.”
- “Assign a reflection activity where participants note down how they will apply what they’ve learned in their work.”
III. Assessment and Evaluation
- “Develop a post-training survey to evaluate the effectiveness of the session on [topic].”
- “Create a scenario-based exam where participants must apply the concepts learned during training.”
- “Design a peer-assessment activity where participants give feedback on each other’s application of [skill].”
- “Prepare a practical test where participants must demonstrate their proficiency in [specific task].”
- “Create a rubric to evaluate the quality of participants’ projects or presentations on [topic].”
- “Set up a competency assessment to measure participants’ skills before and after training on [topic].”
- “Design a 360-degree feedback system where participants receive input from peers and trainers on their performance.”
- “Create a reflective exercise where participants assess their own learning progress and areas for improvement.”
- “Develop a hands-on skills assessment for participants to demonstrate their mastery of [process].”
- “Prepare an action plan template for participants to outline how they will apply their learning to their roles.”
- “Organize a practical test that simulates real-world challenges participants might face in [specific role].”
- “Design a group project where participants collaborate to solve a case study related to [topic].”
- “Prepare a knowledge check at the end of each session to assess retention of key concepts.”
- “Create a checklist of objectives participants should meet by the end of the training.”
- “Develop a series of questions for participants to answer during self-study on [topic].”
- “Set up a final exam that includes multiple-choice, short answer, and scenario-based questions.”
- “Create a feedback form for participants to share how well they felt the training prepared them for real-life applications.”
- “Prepare a group discussion to assess whether participants can apply what they’ve learned in team settings.”
- “Develop an end-of-course project that requires participants to use all skills covered during the training.”
- “Organize an exit interview where participants share what they’ve learned and how they’ll apply it.”
IV. Coaching and Development
- “Guide participants in creating personal development plans based on their learning goals from the session.”
- “Set up one-on-one coaching sessions to address specific challenges participants may have with [skill].”
- “Offer constructive feedback to participants on how they can improve their approach to [task].”
- “Encourage participants to set SMART goals for applying what they’ve learned in their work.”
- “Develop a mentorship program pairing experienced employees with new learners to continue their development.”
- “Provide regular coaching sessions to track participant progress in applying new skills.”
- “Guide participants through a reflection exercise where they evaluate their strengths and weaknesses.”
- “Help participants create an action plan for continuous learning and skill improvement after training.”
- “Create a feedback loop where participants can regularly check in with trainers for guidance.”
- “Develop a coaching session plan to help participants troubleshoot common challenges in [specific task].”
- “Encourage peer-to-peer feedback during training exercises to foster collaborative learning.”
- “Set up periodic check-ins to assess participants’ application of skills in the workplace.”
- “Create a guide for participants on how to seek feedback from colleagues and supervisors.”
- “Prepare a reflection activity where participants identify areas where they need further development.”
- “Offer tailored coaching for participants struggling with specific concepts or tasks from the training.”
- “Provide participants with personalized feedback and recommendations for further reading or learning.”
- “Develop a coaching session on how to manage time and productivity when applying new skills.”
- “Organize follow-up sessions where participants share their success stories in applying their new skills.”
- “Set up a system for participants to track their own progress and achievements after the training.”
- “Create a post-training support group where participants can continue to collaborate and share insights.”
V. Specialized Training Scenarios
- “Design a training session on leadership skills, focusing on decision-making and team management.”
- “Prepare a session on effective communication for cross-functional teams working on [specific project].”
- “Develop a technical training program on using [software/tool] for advanced users.”
- “Create a workshop on conflict resolution and mediation for managers in [specific industry].”
- “Organize a session on time management strategies for employees in fast-paced environments.”
- “Develop a training module on emotional intelligence and its role in team dynamics.”
- “Prepare a session on workplace diversity and inclusion, tailored to different cultural backgrounds.”
- “Create a crisis management training plan for teams dealing with emergency situations.”
- “Develop an advanced training session on project management methodologies like Agile or Scrum.”
- “Organize a session on how to build high-performing teams through collaboration and trust.”
- “Prepare a workshop on cybersecurity best practices for employees handling sensitive data.”
- “Design a training program on public speaking and presentation skills for senior leaders.”
- “Develop a session on how to innovate within traditional business frameworks.”
- “Prepare a training module on customer service excellence, focusing on empathy and problem-solving.”
- “Create a workshop on how to handle difficult clients or challenging work environments.”
- “Develop a session on data-driven decision-making for managers in [specific industry].”
- “Organize a training day on workplace safety, including practical drills and simulations.”
- “Prepare a session on mental health awareness in the workplace, focusing on stress management.”
- “Design a training session on emergency procedures with hands-on drills for fire evacuation and safety protocol adherence.”
- “Create a workshop on stress management, focusing on mindfulness exercises, recognizing burnout, and offering mental health resources.”
Top 5 Mega Prompts
Mega Prompt 1: Comprehensive Training Program Development
“You are a professional trainer designing a comprehensive training program on [specific topic] for both new hires and experienced professionals. The program should include:
- A 60-minute introductory session covering foundational concepts.
- Hands-on exercises to ensure practical understanding.
- Engaging discussion questions that foster group collaboration and critical thinking.
- A post-training assessment (quiz + scenario-based evaluation) to measure knowledge retention.
- Feedback forms for participants to evaluate the effectiveness of the training and share their learning experiences.
- A follow-up module that participants can complete on their own time to deepen their understanding of [topic].”
Mega Prompt 2: Blended Learning Program
“Create a blended learning program for a diverse group of learners on [topic]. This program should:
- Combine online self-paced learning modules with interactive in-person or virtual sessions.
- Include multimedia resources (videos, infographics, articles) to cater to different learning styles.
- Design two breakout room activities where participants solve a real-world challenge related to [topic].
- Prepare a final group project that requires learners to apply their skills in a collaborative environment.
- Develop a self-reflection assessment and feedback system to measure both individual and group performance.
- Design a mentorship plan that pairs experienced learners with new participants for post-training support.”
Mega Prompt 3: Advanced Technical Skill Training
“Design a detailed training session aimed at enhancing technical skills in [specific tool/technology]. The session should:
- Include a pre-training assessment to identify the learners’ current level of knowledge.
- Provide step-by-step tutorials with both text and video explanations.
- Develop two real-life scenarios where participants can apply their technical skills in solving complex problems.
- Design a peer-review process where participants give feedback on each other’s solutions.
- Prepare a post-training quiz, including multiple-choice and open-ended questions, to assess knowledge retention.
- Include a section for troubleshooting common issues with [tool/technology] and offer best practices for avoiding them.”
Mega Prompt 4: Leadership and Soft Skills Training
“Design a leadership development training program that focuses on both hard and soft skills. The program should:
- Start with a case study on leadership challenges, encouraging participants to share their insights.
- Include role-playing exercises where participants practice conflict resolution and decision-making.
- Develop a feedback loop where participants receive both peer and instructor evaluations on their leadership style.
- Incorporate a post-training action plan where participants outline how they will apply their new skills in real-world settings.
- Provide a follow-up coaching session two weeks after the training to help participants reflect on their progress and challenges.”
Mega Prompt 5: End-to-End Onboarding Training
“Create a comprehensive onboarding program for new employees that includes:
- A company introduction with a focus on culture, policies, and key responsibilities.
- Interactive modules on [specific tools/software] used in the company.
- Real-world examples of how employees apply the training in their roles.
- Quizzes at the end of each module to assess understanding.
- A group project where new employees collaborate to complete a task using their newly learned skills.
- A feedback mechanism where new employees can share their onboarding experience and suggest improvements.”
บทสรุป
Prompts เหล่านี้ถือเป็นแค่จุดเริ่มต้นเท่านั้น ในการเริ่มต้นนำไปใช้กับงานวิทยากรหรืองานฝึกอบรม อย่างไรก็ตาม Prompts เหล่านี้อาจจะเป็นแค่ตอบสนองสำหรับงานขั้นพื้นฐานเท่านั้น หากต้องการรายละเอียดเพิ่มเติม ที่นอกเหนือจาก Prompts เหล่านี้ก็สามารถสอบถามกับทางทีมงานของเราได้บทความแนะนำ
100 Prompts for Career Success for Salarymen and Job Seekers
100 Essential HR Prompts for Modern Workplace Excellence